Where We Stand
Our Union Philosophy
Scripps is not “anti-union.” However, we believe every employee here has the right to decide for themselves whether a labor union is right for them, and we protect that right.
To make a truly informed decision, employees need full and accurate information. To this end, we are committed to factual and honest communication regarding union representation and how it might affect you and the organization.
For decades now, Scripps employees, managers and executives have routinely come together to provide safe and quality care for our patients, improve processes, solve problems and create a positive and welcoming workplace. Together, we are changing the face of Scripps through Model Care, connecting with our patients in whole new ways, and even coming together for ballgames, movies and theater.
This is not a culture that exists in all organizations. But it exists at Scripps, and it is why we stand apart.
Every employee has the right to decide for themselves whether a labor union is right for them.
By working together to make Scripps better, that should be an easy decision.
If you ever have questions about our union philosophy or how we work together at Scripps, or if you just want to bring forward a concern, please just let us know by reaching out to your site HR director.
Unions You Might Encounter
Do you know that if employees unionize, Scripps will no longer be allowed to bargain or negotiate directly with the employees regarding their terms and conditions of employment? Scripps would be legally required to negotiate through the union and its representatives. That means that representatives of the union would speak on your behalf about your terms and conditions of employment. If you are going to authorize a third party to speak on your behalf about your terms and conditions of employment, you should know who they are. The facts may surprise you.
In a Unionized Workplace
Unions often say they will “fix” things at a company, usually promising things like higher pay, more staffing or better retirement benefits. But no one – including the union – can guarantee the outcome of collective bargaining or predict what a union contract will do or require, including things some teammates may not like.
Myth vs. Fact
Unions will say...
You have to sign a union card or sign up electronically to get more information about the union.
But the Truth is...
A union authorization card contains legal language that authorizes the union to represent you as your exclusive bargaining representative. You can get your questions answered without signing anything or registering ANY personal information with the union.
Unions will say...
But the Truth is...
Every contract negotiation is different, and many SEIU-UHW and UNAC contracts differ greatly from the contract with Kaiser. The Kaiser contract is different than the Sharp contract even though they were negotiated by the same union. No union can guarantee that something in one contract will be in another contract. Remember, contract negotiations are a give and take process. The union can ask and management can say no, meaning the union is only able to get what Scripps is willing and able to give.
Unions will say...
The union can guarantee staffing ratios.
But the Truth is...
No one can guarantee what provisions will be included in the contract. Not Scripps and not the union. Few union contracts give the union authority to set staffing except in very limited circumstances. Ratios are not a mandatory topic for collective bargaining, meaning that the topic of ratios doesn’t need to be considered during contract negotiations.
Unions will say...
The union will guarantee annual pay increases and a pension.
But the Truth is...
No one can guarantee what provisions will be in the contract. Not Scripps and not the union. You could end up with less, the same or more than you have now.
